جستجوی مقالات مرتبط با کلیدواژه « ساختار سازمانی » در نشریات گروه « علوم تربیتی »

The main purpose of this research was to investigate the effect of organizational structure on organizational performance and organizational learning capacity with the mediating role of organizational identity among public primary school teachers of girls in District One of Urmia City in the academic year 2022-2023. The current research is applied research in terms of its goals, and according to the nature of the subject and the goals of the descriptive research, it was a correlational and structural equation model. The statistical population of the research included all the teachers of public primary schools for girls in the first district of Urmia city (500 people). 217 people were selected as a sample using the simple random sampling method and through Morgan's table. Robbins questionnaire was used to measure organizational structure, Talbot questionnaire was used to measure organizational performance, Chiva et al. Using Cronbach's alpha, 0.93, 0.97, 0.91, and 0.89 were obtained, respectively. Data were analyzed using Pearson's correlation coefficient and structural equation model using SPSS28 and Smart PLS4 software. The findings of the research showed that organizational structure does not have a direct effect on organizational performance. There is a direct effect between organizational structure and organizational learning capacity. There is a direct effect between organizational structure and organizational identity. There is a direct effect between organizational identity and organizational performance. Organizational identity has no direct effect on organizational learning capacity. There is an indirect effect between organizational structure and organizational performance with the mediating role of organizational identity. There is no indirect effect between organizational structure on organizational learning capacity and the mediating role of organizational identity. These findings not only provide insight into the relationship between the major components of an organization but also assist organizational managers and decision-makers in adopting the best management strategies and policies to enhance performance and foster organizational learning within their organizations.

The present research was conducted in order to develop scenarios for the future structure of academic disciplines and educational groups in Iran in the atmosphere of the fourth industrial revolution. The approach of the current research is mixed, in terms of practical-developmental purpose and in terms of data collection method, it is descriptive-analytical and using the scenario writing method. The statistical population includes two spectrums; Scientific documents and experts were from public institutions and universities in Tehran. The sampling method was used in the qualitative part of non-probability criterion-based targeted sampling and in the quantitative part of the available type. The sampling method was used in the qualitative part of non-probability criterion-based targeted sampling and in the quantitative part of the available type. The findings showed 16 factors that after the structural analysis of the factors and the weighting of the uncertainties with the method of importance and consensus, the duals of "individual and network knowledge production" and "worn and technological work and employment system" got the highest score. From the interaction of these two uncertainties, 4 scenarios: competent oriented network structure with hashtag symbol; Responsive business-oriented structure with Tradesman symbol; Knowledge oriented task structure with collage symbol; And the educational island structure was achieved with the symbol of the school. In this way, the current situation of the structure of university courses and educational groups in Iran is against the developments of the fourth industrial revolution in a spectrum from transformation (hashtag scenario) to collapse (school scenario). In the near future, universities are witnessing a crisis in the production of knowledge and skills, competence and orbital competence for university graduates and preparing them to enter new markets. So; It is recommended and suggested to transition from the education-oriented island structure to the competent oriented network structure.

The main purpose of the present study was to design and fit the optimal model of learning organization in education with emphasis on knowledge management. This study was conducted using consecutive exploratory design (qualitative and quantitative). In the qualitative phase, data was collected by in-depth interviews with 20 experts in the field of educational management and education managers of Education Department of Tehran, selected by theoretical sampling method. The research data was provided by the thematic analysis method, analyzed themes network and the conceptual model of network measurement of the learning organization in Education. The qualitative results indicated that the optimal model of learning organization in Education consisted of six comprehensive themes and in total of 259 basic themes has been theoretically saturated. In the quantitative phase using a researcher-made questionnaire tool which was based on basic themes of qualitative study, the data was collected from 226 managers and staff of Education Department of Tehran, selected by multistage cluster sampling. The quantitative section indicated that the empirical model of network measurement of learning organization in Education Department of Tehran has a quite optimal fit and the knowledge management dimension has the most significant contribution in evaluating the empirical model of the learning organization, compared to the other five dimensions. Upon results of thid research could be conclusion that em;hasising on knowledge management can help actualizing and developing organizations specially education. In other words, for recovering organizations performance and deferent institutes can laying on knowledge management developing in learning organizations.

The purpose of this study was to identify the dimensions and Indicators of the pathology model of knowledge production among faculty members of Islamic Azad University.The study is applied in terms of purpose and qualitative content analysis method .The study population included were full-time faculty members at Islamic Azad University who were selected with a purposeful approach and desirable methods . Semi-structured interviews were used to collect data. Data analysis method was performed using grounded theory coding method (three methods of open, axial and selective coding).The findings indicated that injuries related to the Azad University system with two subcategories "policy makers" and "research stakeholders", injuries related to organizational structure with three subcategories "rate "Formalization", "degree of concentration and decentralization" and "degree of complexity" and problems related to cultural, social and economic issues were obtained with two subcategories "socio-cultural factors" and "economic factors" as components of the above model.

Background and Examining challenges and solutions to improve productivity in hospitals and medical centers and using various resources for effective production and supply of goods and services requires knowledge and the use of economic and social legalities and tools. Today, the role of productivity in development programs is considered one of the development indicators. If we consider the goal of applying economics to be the optimal allocation of resources, we can safely say that productivity is one of the most important evaluation indicators in order to achieve this goal. The current research is a review. Using the terms productivity, hospital management, stress, cost, productivity and effectiveness in Proquest, Pubmed, Database, (SID) Scientific Information, Ovid, Google Scholar, Science direct, Iranmedex, Springer and Scopus databases, articles that were published in English or Farsi about productivity were collected. The review of articles showed that efficiency and effectiveness are two important and effective factors in productivity. Improving productivity should be considered as a result of various factors, including a suitable organizational structure, efficient implementation methods, healthy work tools and equipment, a balanced work environment, and, most importantly, qualified and competent human resources. In this regard, it is necessary to conduct investigations in the hospital to identify effective factors and determine solutions to improve productivity.

Nowadays the role of human resources and attitudes of personnel are very essential in gaining achievements and competitive advantage. In this regard, paying attention to the morale and perceptions of employess plays a vital role. promoting organizational justice perception and job enthusiasm are the challenges for managers to achieve the goals of organization, so the purpose of this research was study the mediating role of performance evaluation in relationships between organizational structure and job autonomy with organizational justice perception and job enthusiasm.This research was an applied research in terms of the aim and it was descriptive correlational research in terms of method. The statistical population of this study consists of all the senior high-school teachers in urmia city in academic year 2018-19 which were about 831 individuals (137 teacher from educational district 1 and 169 teacher from educational district 2) . 306 individuals were selected by morgan table and stratified random sampling method. Data collection tools were researcher-made questionnaire for evaluating the performance of teachers(its dimensions included teacher prerequisites, professional responsibility, planning and preparation, organization and classroom management, teacher’s personal characteristics, education or teaching. and standard questionnaire for organizational structure (Rabins, Ivanowich,1989, its’ dimensions included centralization, complexity,officialism), justice perception questionnaire (kolcoit,2001, its dimensions included distribution justice,procedural justice, informational justice, interpersonal justice.), job enthusiasm questionnaire (salanova, Schaufeli,2003, its’ dimensions included: power, commitment, absorption.), teacher autonomy questionnaire (Fridman,1999, its’ dimensions included: creating school identity, teaching and achievement evaluation , parent participation ). Validity of the questionnaire were confirmed through using experts opinions, confirmatory and exploratory factor analysis . Reliability of the questionnaires were obtained by using Cronbach’s alpha test. The values of Alpha coefficients for the questionnaires equaled: teacher performance evaluation= 0/86 , organizational structure= 0/77, organizational justice perception= 0/81,job enthusiasm= 0/89 , teacher autonomy= 0/79 therefore all of the values were approved.Based on skewness and kurtosis obtained from descriptive, statistics distributions of variables were normal.The conceptual model’s of research proposed had desired fitness. (AGFI=0/92 ,X2/df=1/78, RMSEA=0/06, CFI=0/97, GFI=0/9).The results of the correlation matrix of the research variables cleared that path analysis can be applied to study and test the conceptual model. SPSS and LISREL were two statistical soft-wares to serve the purpose of data analysis. Findings illustrated that the mediating role of performance evaluation in relationships of organizational structure and job autonomy with organizational justice perception and job enthusiasm were confirmed. (There were significant relationship between job autonomy and teacher performance evaluation(β=0/29)., between organizational structure and teacher performance evaluation(β=0/31, between teacher performance evaluation and job enthusiasm (β=0/26), between teacher performance evaluation and organizational justice perception(β=0/19). There was significant direct relationship between job autonomy and job enthusiasm.(β=0/27). Also, significant direct relationship between organizational structure and organizational justice perception was confirmed(β=0/46). Therefore job autonomy and organizational structure were indirect predictors of job enthusiasm and organizational justice perception, .job autonomy and teacher performance evaluation were predicted a total of 18% of job enthusiasm variance. organizational structure and teacher performance evaluation predicted a total of 31% of organizational justice perception variance. organizational structure and job autonomy explained a total of 20% of teacher performance evaluation variance. To promote job enthusiasm and organizational justice perception, managers should promote job autonomy and reduce centralization and complexity of organizational structure and pay more attention to performance evaluation. Creating enthusiasm and motivation in employees can be done by a proper performance appraisal and reward system. Managers need to pay attention to the self-control and self –monitoring aspects of employees and reduce strict control through rules and regulations. The participatory , supportive and supervisory role of the association of parents and teachers should be strengthened as a non-profit,non-governmental civic organization, and its results should be used to improve the performance of teachers. principals can use teachers participation (self- evaluation) in order to enhance the evaluation quality and creat. organizational justice perception.Also , it is recommended to apply various approaches in teacher performance evaluation including evaluation by principles, colleagues, students and parents.This might be very effective in designing a service compensation system.Decreasing the hierarchical orders and generating informal and effective communications among teachers and principal causes teachers feel more commitment and attachment to school and their instructional tasks and also makes the external boundaries of school more permeable to responsiveness. The relation among school and the community should be prioritized through various actions such as school- home relations. Managers should look for the pros and cons of evaluation and help teachers be the best in their careers, rather than focusing on mistakes, .This way , they exploit evaluation as an incitant and take advantage of its supportive supervision role. Due to students’ differences in the abilities ,needs, interests, intelligence and skills , teachers can benefit from job autonomy as a vital factor in their instructional tasks. Principals can deligate teachers and with through this way promote job satisfaction, professional competence, increase self- confidence and enthusiasm in teachers .Courses for principals on how to evaluate performance leads to a accurate and logical evaluation approaches which will in turn lead to justice perception enhancement in teachers. This research faced limitations such as the large number of data collection tools, non-longitudinal research, use one type of tool(questionnaire) limitations on generalization of results. It is suggested that officials should consider more job autonomy for teachers in setting guidelines. it is also recommended that principals avoid strict regulations in their schools. Teachers performance evaluation and the service compensation system should be applied properly too.

Today, paying attention to the organizational structure in empowering employees is very important. The organizational structure is a set of ways through which the activities of the organization are divided and coordinated into known tasks. Therefore, the main goal of the research was to predict empowerment based on organizational structure and knowledge management among the employees of the General Department of Health Insurance of Fars province.

The descriptive research method was correlation type. For this purpose, among the General Department of Health Insurance of Fars province employees in 2014, 117 people were selected by simple random sampling method. The samples were evaluated using Short and Reinhardt's empowerment questionnaire, Robbins' organizational structure, and Joseph Haddad's knowledge management. The obtained data were evaluated using the regression method.

The results showed that organizational structure dimensions predict employee empowerment; It also predicts the dimensions of knowledge management and empowering employees.

According to the correlation coefficient matrix, the influence of the two variables of knowledge creation and knowledge sharing did not affect the empowerment variable. Therefore, by performing regression, the presence of knowledge deployment and knowledge registration variables in the model was reported to be significant.

The present investigation aimed to examine the relationship between cultural intelligence and organizational structure with the career plateauing of employees of Ports and Maritime Organization. The research method was descriptive-correlational. To this end, 160 out of 278 employees of Amirabad and Neka Ports were selected according to Morgan Table through stratified random sampling. Data were gathered using three questionnaires, namely Earley & Ang's Cultural Intelligence Standard (2004), Ranaee Kordesholi's Organizational Structure (2013), and Milliman Career Plateau Survey (1992). Data were analyzed using structural equation modeling and PLS and SPSS software. The findings indicated that there was a relationship between motivational and behavioral factors of cultural intelligence as well as between non-formalization and decentralization with career plateauing of the employees; however, no significant relationship was observed between strategic and knowledge factors with career plateauing.

Abstract The main objective of the study is to determine the features of organizational structure of school in the Fundamental Reform Document of Education in Iran. To this end, the study was carried out as a documentary research; so that the Philosophy of Education in the Islamic Republic of Iran, Philosophy of formal and public Education in the Islamic Republic of Iran, doctrine of formal and public Education system in the Islamic Republic of Iran, Strategic evolution Document in the Islamic Republic of Iran and Fundamental Reform Document of Education in the Islamic Republic of Iran were examined and analyzed. To analyze the data, data coding method was used at open and axial phases and interviews with document formulators Including Dr eghbal ghasemi pooya, Dr majid ranai, Dr reza saki, Dr alireza sadeghzadeh ghamsari and Dra li zarafshan Were used to achieve reliability. Based on the categories, the main features of organizational structure of school were organizing education processes, diversity of educational opportunities, educational guidance, educational process evaluation, hierarchy, decentralization, school orientation, networking, rule of law, responsibility and authority, social participation, professionalism, organizational justice, teamwork, healthy and interactive human relationships, and human resource management based on the pivotal role of religious value system. Abstract The main objective of the study is to determine the features of organizational structure of school in the Fundamental Reform Document of Education in Iran. To this end, the study was carried out as a documentary research; so that the Philosophy of Education in the Islamic Republic of Iran, Philosophy of formal and public Education in the Islamic Republic of Iran, doctrine of formal and public Education system in the Islamic Republic of Iran, Strategic evolution Document in the Islamic Republic of Iran and Fundamental Reform Document of Education in the Islamic Republic of Iran were examined and analyzed. To analyze the data, data coding method was used at open and axial phases and interviews with document formulators Including Dr eghbal ghasemi pooya, Dr majid ranai, Dr reza saki, Dr alireza sadeghzadeh ghamsari and Dra li zarafshan Were used to achieve reliability. Based on the categories, the main features of organizational structure of school were organizing education processes, diversity of educational opportunities, educational guidance, educational process evaluation, hierarchy, decentralization, school orientation, networking, rule of law, responsibility and authority, social participation, professionalism, organizational justice, teamwork, healthy and interactive human relationships, and human resource management based on the pivotal role of religious value system. Abstract The main objective of the study is to determine the features of organizational structure of school in the Fundamental Reform Document of Education in Iran. To this end, the study was carried out as a documentary research; so that the Philosophy of Education in the Islamic Republic of Iran, Philosophy of formal and public Education in the Islamic Republic of Iran, doctrine of formal and public Education system in the Islamic Republic of Iran, Strategic evolution Document in the Islamic Republic of Iran and Fundamental Reform Document of Education in the Islamic Republic of Iran were examined and analyzed. To analyze the data, data coding method was used at open and axial phases and interviews with document formulators Including Dr eghbal ghasemi pooya, Dr majid ranai, Dr reza saki, Dr alireza sadeghzadeh ghamsari and Dra li zarafshan Were used to achieve reliability. Based on the categories, the main features of organizational structure of school were organizing education processes, diversity of educational opportunities, educational guidance, educational process evaluation, hierarchy, decentralization, school orientation, networking, rule of law, responsibility and authority, social participation, professionalism, organizational justice, teamwork, healthy and interactive human relationships, and human resource management based on the pivotal role of religious value system. The main objective of the study is to determine the features of organizational structure of school in the Fundamental Reform Document of Education in Iran. To this end, the study was carried out as a documentary research; so that the Philosophy of Education in the Islamic Republic of Iran, Philosophy of formal and public Education in the Islamic Republic of Iran, doctrine of formal and public Education system in the Islamic Republic of Iran, Strategic evolution Document in the Islamic Republic of Iran and Fundamental Reform Document of Education in the Islamic Republic of Iran were examined and analyzed. To analyze the data, data coding method was used at open and axial phases and interviews with document formulators Including Dr eghbal ghasemi pooya, Dr majid ranai, Dr reza saki, Dr alireza sadeghzadeh ghamsari and Dra li zarafshan Were used to achieve reliability. Based on the categories, the main features of organizational structure of school were organizing education processes, diversity of educational opportunities, educational guidance, educational process evaluation, hierarchy, decentralization, school orientation, networking, rule of law, responsibility and authority, social participation, professionalism, organizational justice, teamwork, healthy and interactive human relationships, and human resource management based on the pivotal role of religious value system. Abstract The main objective of the study is to determine the features of organizational structure of school in the Fundamental Reform Document of Education in Iran. To this end, the study was carried out as a documentary research; so that the Philosophy of Education in the Islamic Republic of Iran, Philosophy of formal and public Education in the Islamic Republic of Iran, doctrine of formal and public Education system in the Islamic Republic of Iran, Strategic evolution Document in the Islamic Republic of Iran and Fundamental Reform Document of Education in the Islamic Republic of Iran were examined and analyzed. To analyze the data, data coding method was used at open and axial phases and interviews with document formulators Including Dr eghbal ghasemi pooya, Dr majid ranai, Dr reza saki, Dr alireza sadeghzadeh ghamsari and Dra li zarafshan Were used to achieve reliability. Based on the categories, the main features of organizational structure of school were organizing education processes, diversity of educational opportunities, educational guidance, educational process evaluation, hierarchy, decentralization, school orientation, networking, rule of law, responsibility and authority, social participation, professionalism, organizational justice, teamwork, healthy and interactive human relationships, and human resource management based on the pivotal role of religious value system. Keywords: School organizational structure, Fundamental Reform Document of Education (FRDE) in the Islamic Republic of Iran

The purpose of this research was study the relationship between organizational structure and organizational learning capabilities in Isfahan university. Present research is practical and the method was descriptive correlative. Statistical population of the research included all Isfahan university staff in four Vice Chancellor: Financial and Administrative, Educational, Research, Socio-cultural and student affairs university, 344 persons in year 2015/2016. That based on Krejcie and Morgan table,182 persons selected as sample. With regard to the main purpose of this research stratified sampling was used. To collect information researcher has used two questionnaire, one organizational structure designed based on Robbins organizational structure (1987) and Cheng and Howang (2007), and the other Chiva et. Al (2007). collected data were analyzed using ,statistical inferences and descriptive statistics using software SPSS 23. Findings showed: the organizational structure has a and negative relation with organizational learning capability and its dimensions (P). furthermore Variance Analysis Results Showed organizational structure and its dimensions can predict organizational learning capability. Also t-Test and variance analysis showed that there is no significant difference among employees understanding from organizational structure based on demographic features except for years of service (p≥0.05); and significant difference among organizational learning capability based on demographic features except for sex (p≤0.05).

One of the pillars of sustainable development in each country is the growth of knowledge-based institutions. But a very important point is the lack of appropriate indicators along with a proper definition of knowledge-based companies based on the conditions of the country. The main goal of this study is to explain creativity and innovation in the knowledge-based defense organizations. According to the nature of the topic, this research is applied and the research method is descriptive. Data collection was carried out using both field and library methods and using documents. Durghi et al’s Likert scale 12-item questionnaire was used for measuring the creativity and innovation. The reliability coefficients of this questionnaire for leadership style, organizational structure and organizational culture, were respectively obtained 0.85, 0.79 and 0.83. The reliability coefficient for each subscale was calculated using Cronbach's alpha. The statistical population of the study consisted of 140 employees of Research and Self-Sufficiency Jihad Organization of the Islamic Republic of Iran Army. Using stratified random sampling method and Cochran sampling formula, 55 subjects were selected. Analysis of the results of quantitative analysis at the level of error of 5% (α = 0.05) showed that leadership style, organizational structure and organizational culture will promote creativity and innovation in knowledge-based defense organizations. The results of this study showed that supportive style, flexible and organic structures, organizational climate and risk taking of organization and employees in knowledge-based defense organizations is the most important factor of creativity and innovation.

The main aim of this study is the surveying of the relationship between organizational structure (complexity, formalization, and centralization) and job motivation of Bid Boland Gas Company employees'. Statistical population of this research is consist of 291 Bid Boland Gas Company employees' in 1392 that among them 165 employee were selected through cluster random sampling. The tools of this research included Robbins complexity questionnaire (1987), Haig and Icon Formalization questionnaire (1969), Robbins centralization questionnaire (1987) and Robinson job motivation questionnaire (2004). In order to analyze the data, descriptive and inferential statistical methods were used. At the descriptive level, parameters such as frequency, percentage, mean and graph and at the level of inferential statistics, Pearson correlation coefficient and Ata coefficient were used. Results showed that there is significant relation between organizational structure, formalization and centralization with job motivation. Results also showed that there is significant relation between marital statuses with job motivation, but there is no significant relation between gender, age, experience and education with job motivation.

The purpose of the present research was to investigate the relationship between organizational structure dimensions (formalization, complexity and centralization) with rate of job satisfaction and enabling of Islamic Azad University at Khorramabad branch employees. statistical population of research included 120 employees (34 women and 86 men). The sample included 92 employees (26 women and 66 man) that were determined by Krejcie and Morgan's table sample size and were selected by stratified proportionate method. Data were gathered by three questionnaires: 1) Robbin's organizational structure questionnaire 2) Minnesota job satisfaction questionnaire and 3) spritzer enabling questionnaire. The reliability of every three mentioned questionnaires in order 0.88, 0.90 and 0.86 were computed by Cronbach Alpha. One sample t test, independent samples t test, Pearson correlation and regression analysis were used for data analysis. The results were showed that in Khorramabad Brach's organizational structure, Centralization and formalization were under middle rate (3), and complexity was at middle (3). There was positive correlation between dimensions of centralization and job satisfaction and enabling of employees. There was positive correlation between centralization and job satisfaction. There was negative correlation between complexity dimension and job satisfaction and enabling of employees. There weren’t sufficient correlation between formalization dimension with job satisfaction and enabling of employees.

This paper aims to examine the success factors of knowledge sharing in four major components (organizational culture, organizational structure, human resources, and information technology) using a descriptive method in Islamic Azad University of Central Tehran Branch. The statistical population of the survey is 1020 person which is comprised of all faculty members of Islamic Azad University of Central Tehran Branch. To determine the sample size by Morgan table, 166 persons were selected through stratified random sampling method. The evaluation tool is a 20-question research-made questionnaire whose reliability was calculated through Cronach's alpha (α=96) and the validity was investigated through formal methods. For data analysis, descriptive statistics such as mean, median, standard deviation, variance and coefficient of elongation, also inferential statistics like univariate t-test (for comparison of sample mean and society) have been used. The findings showed that in this university human resource situation is appropriate, the organizational culture and organizational structure is medium and the condition of information technology is not appropriate for knowledge sharing. At the end, based on the research results, it was proposed to provide a culture of knowledge sharing and encourage members of the academic community to participate in specialized seminars and conferences, the idea of "knowledge sharing is power" rather than "knowledge is power" to be replaced.

Empowerment means providing service employees with enough autonomy to allow them to handle unforeseen problem situations such as complaints. At first hand, psychological empowerment is one of factors that have most influence on organizations and firm's success, economic growth, and productivity. One the other hand, suitable organizational structure is one of important components to employee's empowerment within organization. The main purpose of present research is investigation of relationship between organizational structure and employee's psychological empowerment. Statistical population of present study includes 113 persons of babolsar and bahnamir cityeducation and training administration's employees and the census method was used for sampling, they also used a questionnaire to collect information and finally, 102 completed questionnaires were analyzed and reviewed, and analyzing the data by SPSS and LISREL software is done. Results show that there is a significant and negative relationship between organizational structure and employee's empowerment. So there is a significant and negative relationship between organizational structure components and empowerment. Nowadays, in order to performance and effectiveness improvement, organizations need to empowered employees to accomplish their own goals towards growth and productivity. Thus, organizations should pay more attention to their employees’ empowerment and creation of suitable organizational structure for its development that is main duties of them.

the purpose of this study was the investigation of the relationships between transformational leadership style, organizational structure and organizational climate with employee creativity considering the mediating role of creative self-efficacy and intrinsic motivation in an industrial organization. The participants in this study were some 300 employees of National Iranian South Oil Company who were selected by stratified random sampling method. The instruments which were used in this study were Transformational Leadership Scale (GTL), Creative Climate Questionnaire (CCQ), Creative Self-efficacy Scale (CSE), Intrinsic Motivation Inventory (IMI) and Employee Creativity Questionnaire (ECQ). Fitness of the proposed model was examined through structural equation model (SEM), using SPSS-21 and AMOS-21 software packages. The results showed that direct paths from transformational leadership to employee creativity, organizational climate to employee creativity and organizational structure to employee creativity were non-significant. The indirect relationships were tested by using bootstrapping procedure in Preacher and Hayes Macro command. The model fitted the data properly and all indirect effects were significant.

Abstract: The objective of the present study was to compare the organizational structure of Isfahan university and Isfahan university of medical sciences in academic year of 2012-13 according to Stephen Robin's theory. The research questions include investigating the degree of complexity, formality and concentration in these universities. The research method was the survey type and the statistical population was composed of 165 of the principals of Isfahan University and medical sciences in academic year 2012-13 who were selected through stratified random sampling suitable for the sample size with the proportion of 65 to 50 from Isfahan University and university of medical sciences. The data collection instruments were Robin's questionnaires of complexity, formality and concentration. The questionnaire's reliability was estimated as 0.85, 0.91 and 0.89 respectively through Cronbach alpha coefficient. In order to do the analysis the independent sample T test and variance convergences test were applied. The results implied that there is no significant difference between the structural dimensions of Isfahan University and university of medical sciences. The universitie's organizational structure under study didnt enjoy suitable status; the degree of complexity, formality and concentration was high; it would be better to adjust and optimize the degree of dimensions under study.

The purpose of the study was to explore the relationship betweenorganizational structure and implementation of total quality management. The study used the descriptive (correlation) method of data collection. The participants in this study were 227 member of faculty at Azad Universitiesin district 10. Two instruments were used to collect data. Organizational structure was measured by one self-designed questionnaire. Theimplementation of total quality management measured by the Federal TotalQuality ManagementQuestionnaire (1990). The data were analyzed by using the Pearson product – moment correlation technique, multiple regressions and ratio test. The major findings were as follows: 1) score of dimensions of structural is higher than moderate in universities. 2) Implementation of TQM is at start point in universities. 3) A significantly positive relationship was found between four dimensions of organizational structure (Formalization, complexity,Hierarchy, Procedural specification) and TQM. 4) A significantly negative relationship was found between dimension of centralization and TQM 5) The multiple regression analysis indicated that two dimension (Procedural specification and centralization) are significant predictor of TQM.

   The aim of the present study was to explore the relationship between organizational structure, with organizational effectiveness, and the empowerment of the employees of the ministry of education in different regions of Shiraz city.  The research method was descriptive and correlational. The population included staff members of four units of the education office in Shiraz, and employees of regions 1 and 4 were selected randomly from the population. To determine the sample, 141 subjects were selected through stratified random sampling. For data analysis, mean and standard deviation were used for descriptive statistics, and Pearson correlation for inferential statistics. The results of the analysis showed that there was a significant relationship between organization structure and dimensions of organizational effectiveness. There was also a significant relationship between the organizational effectiveness and different dimensions of empowerment.